6 Things Shaping Sales Hiring in Property Right Now

Insights from the deverellsmith Salary Guide & Trends Report 2026

From the structural overhaul of New Homes site teams to the broker model reshaping estate agency from the ground up, Sales hiring across the property sector is in a period of real change. Here's what's driving the market right now.

1. New Homes has returned to full site staffing, driving a surge in demand

After years of leaning on agents to cover gaps, developers have reinstated full on-site teams, typically four people per development. That structural shift has created a surge in volume sales roles and renewed demand for experienced New Homes Sales Consultants, generally those with a minimum of two years in the sector. At the same time, the broker model has arrived in New Homes, and salary levels are recalibrating after post-pandemic inflation eased. Roles are now aligning more closely to market reality as OTEs adjust to reflect current activity levels.

2. The candidate pool in New Homes is shrinking

Despite stronger demand, candidate shortages are persisting. Fewer new entrants are coming into the industry following the removal of developer training academies. People are relocating out of London. And the appeal of self-employment continues to grow. The combination is creating a meaningful supply and demand imbalance that shows no sign of resolving quickly, making proactive sourcing and strong employer propositions more important than ever.

3. The desired candidate profile in New Homes has evolved

The type of consultant developers want has shifted. Beyond traditional APAC buyer markets, employers are now seeking sales professionals capable of targeting emerging international buyer segments and bringing genuine analytical capability to the role. As consultancy teams shrink, more developers are bringing analytics, sales forecasting, and customer insight functions in-house, and the expectation is that Sales Consultants can contribute meaningfully to those areas alongside their core sales remit.

4. The broker model is fundamentally reshaping estate agency hiring

Estate agency has been more directly disrupted by the broker model than any other part of the market. Hybrid employed-broker structures, offering lower basic salaries paired with lucrative commission schemes, are becoming the norm. The broader shift towards autonomy and personal-brand-driven performance has changed what employers are looking for. Proven fee-earning ability and strong personal networks now take precedence. Operational capability alone is no longer enough to secure the best roles or attract the best people.

5. Counteroffers and late-stage drop-outs are an increasing risk

As candidates become more active and companies more competitive on pay and benefits, the risk of losing a hire late in the process is growing. Counteroffers are more common, hiring processes are lengthening, and market uncertainty is eroding loyalty. Businesses that move slowly or leave candidates waiting are increasingly likely to lose them, either back to their current employer or to a faster-moving competitor.

6. The broker model raises serious questions about succession

As personal brands and established networks become the primary drivers of success in estate agency, high performance risks becoming concentrated among a smaller group of senior individuals. The informal learning environments that historically produced the next generation of top performers, being surrounded by experienced agents, absorbing market nuance, building confidence over time, are diminishing. Without clear development pathways, the industry faces a long-term challenge. Estate agency's ability to sustain growth depends not just on attracting established talent, but on continuing to develop it from the ground up.

For full salary data and hiring trends across Sales in property, download the deverellsmith Real Estate Salary Guide & Trends Report 2026.

About the Authors

Ryan Doyle | Associate Director, Estate Agency

Ryan has over 8 years of experience working within estate agency recruitment and is well versed in covering all regions of London and the rest of the UK. Operating across all senior level hires within agency, Ryan prides himself on transparency, offering a strategic advisory service to both companies and candidates within the industry.

Ellie King | Senior Business Manager, New Homes & International

Ellie is a Business Manager on the New Homes team at deverellsmith. With over 5 years of experience placing New Homes professionals, she specialises in international sales and aftercare, working with companies such as Berkeley Homes, Savills, JLL, CBRE, Barratt and various boutique developers. Ellie is a specialist in staffing within the London market and has experience placing candidates at all levels, from trainees through to senior hires, with a particular focus on international teams including London's leading China Desks.

Tabitha Allingham | Manager, New Homes & Later Living

With 4 years of experience working in real estate recruitment, Tabitha's passion for customer service and her enthusiasm for a challenge have led her to head deverellsmith's New Homes team. Her team specialise in connecting sales and aftercare professionals with London's top developers and agencies. In addition to her work within the New Homes space, Tabitha has founded deverellsmith's Later Living department, a sector she is profoundly passionate about.